Delivering gender diversity: beyond the business case
| DOI | https://doi.org/10.1108/14754390810893053 |
| Pages | 17-22 |
| Date | 08 August 2008 |
| Published date | 08 August 2008 |
| Author | Sarah Churchman,Cleo Thompson |
| Subject Matter | HR & organizational behaviour |
Delivering gender diversity: beyond the
business case
Sarah Churchman and Cleo Thompson
Abstract
Purpose – The purpose of this paper is to provide a case study of the development and implementation
of a diversity strategy to recruit, retain and promote more women to partnership positions at
PricewaterhouseCoopers LLP, a global network of professional services firms. At
PricewaterhouseCoopers gender diversity is a business issue, not a gender issue. The business case
for gender diversity is undeniable and numerous studies underline the impact of women on the
profitability of the organization. With women now representing half the workforce, the strategy now
focuses on providing an environment that allows women to progress and to be successful in positions of
leadership. This paper looks at the context and approach undertaken by the firm in addressing this
issue, and the future implications in the context of both the firm’s existing approach and the wider labor
market and business environment.
Design/methodology/approach – This paper examines the global context and drivers for the firm’s
gender policy development, the stakeholders/sponsors, primary initiatives, approach to measurement
and evaluation and progress to date. It specifically examines a number of examples of activities
undertaken in this particular UK firm.
Research limitations/implications – This case study examines the issue of gender equalityat director
and partnership level in a limited liability partnership environment.
Practical implications – The paper outlines practical lessons learned, and shares PwC’s global
research into how organizations can address the leaking pipeline of future female leadership.
Originality/value – PricewaterhouseCoopers’strategic approachto developing and advancing women
in its firm has been frequently recognized in the UK by Opportunity Now,a membershiporganization for
employers who are committed to creating an inclusive workplace for women, and Aurora – Where
Women Want to Work, a service for women to research and compare organizations. It has also been
recognized in the USA by the Catalyst researchand advisory organization, which aims to build inclusive
environments and expand opportunities for women, for its innovative, engaging and results driven
approach. This paper provides practical insights and examples on the development and
implementation of activities to address and advance gender diversity issues.
Keywords Equal opportunities, Women, Professional services, Gender, Partnership
Paper type Research paper
Women in business: a numbers issue or a business case?
In any boardroom, around countless meeting room tables, in corridor conversations or in the
media, the discussion or debate about women in business has for so long been one of
quantity. How many are there? Why so few? Why not more? Discussions like these suggest
the solution to getting more women into leadership positions perhaps exists in targets,
quotas or positive discrimination. Is this another numbers game for business? The issue is
about more than just quantities – it is about an undeniable business case.
There are numerous studies that underline the impact of women on the profitability of the
organization. Those organizations with the highest representation of women board directors
attained significantly higher financial performance, on average, than those with the lowest
DOI 10.1108/14754390810893053 VOL. 7 NO. 5 2008, pp. 17-22, QEmerald Group Publishing Limited, ISSN 1475-4398
j
STRATEGIC HR REVIEW
j
PAGE 17
Sarah Churchman and Cleo
Thompson are both based
at PricewaterhouseCoopers
LLP, London, UK.
To continue reading
Request your trial